Diversity, equity andinclusion at Carnival UK
Fleet
March 2024

Company registered number: 04039524

Welcome

Contents

Carnival UK is part of Carnival Corporation, the world’s largest travel andleisure company. You might know us better by our brands, Cunard and
P&O Cruises. We create unforgettable holiday happiness for our guests bydelivering extraordinary cruise holidays every day. With this purpose comesa responsibility to reduce our impact on the environment, respect thecommunities we touch and invest in our people to deliver positive change – notjust for today, but for the long term.

Diversity, equity and inclusion

Within these pages, you’ll find out more about how we’re championing diversity, equity and inclusion(DEI) across our fleet, including information on our gender pay gap report. We’ve work to do, but
together we’re committed to closing our gap by attracting and supporting women to progress theircareers with us. We also recognise the importance of intersectionality in our DEI strategy and how acts
of inclusion across protected characteristics can have a halo effect on all underrepresented groups.
Our people are the heart of our business. Our goal is to create an environment where everyone canbe themselves and for Carnival UK to be known and chosen for its inclusive culture. Not only is thisimperative for our future performance and success as a sustainable and profitable organisation, but it’s
simply the right thing to do.

Paul Ludlow
President, Carnival UK

1.

What is diversity, equity and inclusion?

2
3

How are we championing DEI?

4

Our Culture Essentials

5

Our leaders

6

Our people

7

Our talent attraction

8

Inclusion and respect

9

Woman's experience10

Our engagement

11

Gender pay gap report

12What is this report about?

13

A summary

14

Gender pay gap

15

Gender bonus gap

16

Statutory declaration and further information

17

Diversity, equity
and inclusion2.

What is diversity,
equity and inclusion?
Diversity, equity and inclusion (DEI) means ensuring everyone – no matter their beliefs,
background or preferences – feels welcome, respected and protected at work, with theresources they need to achieve their goals.
Diversity is the mix of people. A diverse organisation includes a large mix of people with a variety of different
characteristics, such as age, disability, race, socio-economic background, religion and faith, sexual orientation,
sex or gender identity.
Equity is about giving everyone equal possible outcomes. While equality means giving everyone access to the samething, equity ensures all individuals have the support and tools they need to get to the same place.
Inclusion is the culture in which everyone feels invited, welcome and respected at work. By creating an environment
where everyone feels safe to be themselves and is given equal opportunities, they can work in a way that best suits
them and delivers business needs. Inclusion ensures everyone feels valued and adds value.
At Carnival UK, we take an intersectional approach to inclusion. This means we have initiatives in place to promote
different aspects of DEI across all areas of our business, rather than solely focusing on a single characteristic suchas gender. We all identify with a variety of characteristics, so it’s important that we understand the diversity of ourorganisation, offer spaces for everyone to share their views and be heard, and create opportunities for connection
between different groups. To support this, we have a Culture team at Carnival UK who are committed to supportinga culture of collaboration and togetherness with DEI at its heart.

3.

Why does DEI matter?
If you’ve ever felt left out, excluded, ignored, unsafe,
unwelcome or underappreciated, then you’ll most
likely understand why inclusion is so important.
Many of us spend a large amount of our time at work,
so it’s important that we all feel included, safe andvalued there. Not only is it the right thing to do, but theadvantages of DEI in the workplace are numerous. A
diverse group of people will bring a diversity of skills andexperiences, different perspectives and more innovativeideas. DEI also matters to prospective talent and is key toan organisation’s success and sustainability.
You can read one business case for inclusion and diversity
from our partner Inclusive Employers here.

How are we championing DEI?

4.

Our Culture Essentials
It’s up to all of us at Carnival UK to drive an inclusive culture. We
encourage our people to uphold our cultural expectations throughour Culture Essentials.
Our Culture Essentials are the key actions and behaviours that guide us to create aculture of trust, openness and care. They're all about our relationships with each other,and they are the principles for how we interact with the places we travel and the people
we meet there. With an operation of this scale, Health, Environment, Safety andSecurity are central to everything we do.

Every brand in our Carnival family champions our Culture Essentials so we can build aneven stronger culture, together:

Say something,
do something

Respect and protect ourpeople, the planet, the law
and our company

Focus on complianceand our performance
as a team

Talk openly about our values
and priorities, and act as we
expect others to

Listen to each other,be accountable for our actions
and learn from our mistakes

Give our teams what
they need to succeed

Ensuring our decisions today benefit tomorrow is critical for our future success. By
upholding our cultural expectations, we can create unforgettable holiday happiness inways that are good for our people, the planet and profit now and for years to come.

Our Culture Essentials underpin our policies. You can read more about our Culture
Essentials on our websites:5.

Our leaders
What have we done?
• Welcomed Cunard President Katie McAlister to Carnival UK in August 2023 which 		has positively increased female representation on the Executive Leadership Team• Announced Cunard’s first female captain of our new ship Queen Anne,
Captain Inger Thorhauge• Continued to measure performance for Officers in line with our Culture Essentials• Trialled and launched the first rollout of our Leadership and Management 			Essentials programme on board in 2024. This programme sets clear expectations 		
for line managers, including how to demonstrate inclusive leadership and support 		the performance and development of diverse teams• Shared profiles and stories from our diverse leaders via our employee intranet to 		provide aspirational role models and encourage colleagues from all communities to 		progress their careers. We also launched a ‘Captain’s log’ with Captain Thorhauge via
our employee intranet to share her updates and insights into Queen Anne’s progress• Hosted a panel discussion on Cunard’s Queen Mary 2 in partnership with The Prince's
Trust USA in December 2023. The event focused on the future of work for young 		
women and included contributions from Katie McAlister, Cunard President• Created a video testimony with Martel Fursdon, Deputy Captain of P&O Cruises 		Ventura, which was shared with EU parliament to promote empowering women in 		
the Maritime industry in June 2023. This contributed to a debate in the EU 			
Parliament – organised to raise awareness among the maritime community 		and policy makers about the importance of attracting women and young people to 		the maritime sector• Named Employer of the Year at the Maritime UK Solent Awards in October 2023. 		
This is the most prestigious event in the region’s maritime calendar and recognises 		
our commitment to creating an inclusive culture.

6.

Our people
We’ve over 80 different nationalities in our ships’ company.
We’re proud of our diverse teams and the variety of perspectives,
values and skills our people bring to Carnival UK. As we welcome
colleagues from all over the world, we’re committed to ensuring
everyone living and working on our ships feels respected, protected
and included at all times.

What have we done?
• Held an extensive range of in-person events across our ships for all colleagues to 		champion key DEI dates and inclusion theme such as religious festivals, national 		
independence days and belonging• Role-modelled inclusion as headline sponsors of Southampton Pride; our ship and 		shore colleagues proudly marched in the parade and represented our brands as 		
inclusive places to work
• Updated our induction training to focus on the importance of our Culture Essentials;
this training is completed by all colleagues at the start of every contract• Partnered with TellJane to create guidance on how to prevent and manage instancesof sexual harassment, including an in-depth guide and a suite of training videos 		
which are mandatory for all colleagues to complete• Enhanced our Fleet Pregnancy and Primary Carer Leave Policy, including how
we monitor the early stages of pregnancy and support parents to return to work
up to five years after their baby is born (applicable to mothers, fathers andadoptive parents)• Shared resources and learning on health and wellbeing topics, including women’s 		
health and menopause, through our onboard medical teams• Updated our Fleet Equality and Inclusion policy to demonstrate how we support 		equality and fairness for all colleagues• Updated our Fleet Transgender Equality and transitioning at Work policy to explain 		
how we support our people who identify as transgender and who may be proposing 		to, or are going through, gender reassignment
7.

• Continued to offer our Crew Assistance Programme (CAP) which provides 			counselling and other services. Our CAP is run by ComPsych and can be 			confidentially accessed 24 hours a day, seven days a week
• Introduced two HR Officer roles to support our people and inclusion activity• Trialled two Welfare Officer roles to drive inclusion and support the wellbeing of our 		
colleagues living and working on board• Continued our well-established charity partnerships with The Prince's Trust and 		
Teenage Cancer Trust. As well as supporting with crucial fundraising, Cunard offered 		
employability workshops to help equip young people across the UK with the skills 		
and confidence to enter the travel industry and supported The Trust’s Australian Get 		Into Maritime project which trains young First Nations people in the maritime industry.

We’ve committed to:• Continue our charity partnerships with Teenage Cancer Trust and The Prince's Trust, 		
supported by fundraising activity on board our ships• Re-embed our inclusion and respect activity – see page 9 to find out more
• Drive initiatives to improve women’s experience on board – see page 10 to findout more.

Our talent attraction
What have we done?
• Used relevant insights to inform our employer brand narrative and our proposition 		so we attract more diverse talent. We also increased our DEI messaging in our 		
employer brand activities to communicate that inclusion matters to our organisation• Created a promotional careers video featuring female colleagues to encourage more
women to apply for our opportunities on board• Provided our recruitment teams with the tools and guidance to remove
gender-biased language from job descriptions and role advertisements• Ensured diversity is reflected in our recruitment materials across all ranks and roles• Reviewed language used in interviews for certain roles to ensure they were 			accessible, particularly where English may not be an applicant’s first language• Used a culture mapping tool to help us identify and map the cultures and 			nationalities we recruit into our organisation. This allowed us to: consider more 		
inclusive recruitment practices and provide relevant materials and brand marketing 		to our Global Talent Partners; better understand the cultures we are interacting 		
with; and work towards more effectively attracting and welcoming an even morediverse talent pool onto our ships• Established a People Insight function which conducts research activity in order to 		
understand sentiment, particularly in underrepresented groups, towards careers in 		
the cruise industry and our brands• Supported individuals from a variety of backgrounds to start their career at sea
via our in-house Carnival Cadet programme. Our programme funds tuition fees
so talented individuals can train in maritime colleges while earning a salary and 		obtaining practical experience on our ships. We support Deck, Engine andElectro-Technical Cadets through the HND (Higher National Diploma), Foundation 		
Degree, Scottish Diploma and Honour Degree routes• Launched our new Engineer Graduate Cadetship programme to fast-track 			individuals with an engineering qualification to gain their Engineering Officer of the 		
Watch Certificate of Competency• Congratulated Kristy Dawson – Manager, Maritime Early Careers & Professional 		Development at Carnival UK – as she was named a Travel Pride Champion in 2023
for significantly increasing gender diversity in early careers at Carnival UK. Kristy 		designed a female-led recruitment campaign to positively spotlight female 			mariners. This resulted in a cohort of 2023 Cadets featuring 40% females, 			
dramatically rising from a 2019 to 2022 average of 15%• Partnered with non-profit organisation Ductu which brings big-brand employers 		
into the education sector. We supported with the filming of our colleagues on 		board our ships and at Carnival House to create an interactive learning module 		
which introduces various roles and areas of cruise holidays. This included
filming of one of our female cadets with the goal to promote opportunities for 		
women in Deck and Technology roles. These modules are focused on SENDs (Special
Educational Needs and Disabilities) children and increase students’ understanding of
the opportunities available to them
• Participated in the Maritime Roadshow for Girls, which was attended by Captain 		
Louise Sara. The roadshow aimed to encourage Key Stage 3 girls to choose 			
STEM subjects and give students greater awareness of career opportunities across 		
the maritime industry• Our talent acquisition team attended colleges to talk about careers at sea and on 		
shore at Carnival UK• Hosted Maritime Mondays at Carnival House in March 2024. Organised by Maritime 		
UK Solent and Solent Careers Hub, this gave secondary school and college teachers,
tutors, careers advisers and careers leaders the opportunity to visit a maritime site 		and learn more about opportunities at Carnival UK• Partnered with Solent Maritime Education to utilise an already existing careers 		
network to showcase Carnival UK careers to young people, individuals returning to 		work and careers advisers, all in the local Solent region.

We’ve committed to:• Reviewing our recruitment tools, materials and guidance on an ongoing basis• Strategic workforce planning for targeted areas of our business, which will highlight 		
additional opportunities for attracting diverse talent to our ships.

8.

Inclusion and respect
The diversity of our people is one of the things that makes us great.
To ensure everyone feels included and respected while living andworking on board our ships, we encourage our people to stay
curious and learn more about DEI and each other’s cultural values,
similarities and differences.

What have we done?
• Introduced a range of learning resources, toolkits, videos and activities to help our 		people build their knowledge and play a part in building a more inclusive culture. 		
Topics included:-

Favouritism and bias-

Improving how we work across cultures-

Inclusive language-

How to Speak Up-

Learning about each other’s cultural values

We’ve committed to:• Continue our long-term programme of activity to drive inclusion and respect.
As well as launching activity on how to understand when jokes go too far, we 		
will relaunch and embed existing content with our colleagues to encourage
inclusive conversations• Track visits to our Culture hub on our employee intranet, sentiment from employee 		engagement surveys and insights from Speak Up reports to understand the impact 		
of our inclusion and respect activity and identify opportunities to improve.

9.

Women's experience
According to the BIMCO International Chamber of Shipping report
2021, the representation of women on board our ships is 10 times
higher than the numbers quoted for the global seafarer workforce.
However, women are still significantly underrepresented across our
fleet. As these patterns are seen across the industry, they require along-term strategy to address them.
Alongside our work to attract diverse talent to our organisation (seepage 8), we’re committed to better understanding and improving
women’s experience on board.

What have we done?
• Supported the launch of a Women’s Officers Network in March 2023 as a safe and 		
confidential online platform for Officers to connect across the Carnival Corporation 		brands. The network offers a means to contact other Officers of similar ranks, 		
participate in discussions, meet potential mentors and promote female role models 		
through engagement• Applied demographics to insights from our Life on Board surveys and Speak Up 		
reports alongside ad hoc feedback from colleagues to identify the challenges 		
experienced by many women on board and opportunities for improvement• Ran confidential feedback sessions with members of our Women Officer’s Network 		
to further understand women’s experiences on board• Launched free period products in shared toilets to ensure these products are 		available for all colleagues on board (supply became available for all Carnival UK 		
ships in early 2024). We also reviewed period products available to order on our 		
ships to ensure a sufficient range of sanitary products are available to purchase in our
on-board shops• Gathered feedback on uniforms to understand improvements we need to make to 		ensure women and non-binary individuals have options that are as suitable as those 		available to male colleagues. To ensure all colleagues are aware or what’s available 		to them, we created a clear guide to help people find what they need.

We’ve committed to:• Introduce women’s forums across our fleet to ensure that supporting women’s 		
experiences remains a priority on all of our ships. These forums will be responsible 		for organising events and activities for women and non-binary individuals to 		socialise, connect, learn, share challenges, locate resources and find consistent support.

10.

Our engagement
What have we done?
• Sustained a regular drumbeat of communications on the topic of inclusion via our 		Internal Communications team, including templates to support the promotion of 		key dates relating to DEI, case studies, success stories, engagement events and 		
thought leadership• Ran a Life on Board Survey twice a year to understand colleague’s experiences on 		board and create relevant action plans• Captured Speak Up themes and used them to focus further actions on our policies, 		
communications and learning• Shared our organisation's experiences and developed organisational subject matter 		
knowledge through external events including D&I Leaders Forum and WiHTL 		
(Women in Hospitality, Tourism and Leisure)• Accredited Bronze by Inclusive Employers in March 2024 as part of their Inclusive 		
Employers Standard – an evidence-based workplace accreditation tool for inclusion 		and diversity.

We’ve committed to:• Progress our DEI strategy by understanding bespoke, action-focused
feedback following the results of our Inclusive Employers Standard submission
and accreditation• Continue our relationship with WiHTL and Inclusive Employers tocontinue education across all DEI topics and keep up to date with industry
best practices.

11.

Gender pay gap report12.

What is this report about?
This report provides details of the gender pay gap for a snapshot of crew working on
Carnival UK’s ships Arvia, Britannia and Iona as of April 2023. The crew included inthis snapshot work on our ships, but they are employed by Fleet Maritime Services
International (FMSI) and Fleet Maritime Services Bermuda (FMSB). This report only
includes data from ships registered in the United Kingdom at the time of the snapshot.

The ‘mean’ is the ‘average’. The mean gender pay gap
for salaries is found by comparing the mean femalesalary with the mean male salary, for which we lookat the average hourly rate of pay of women and men
at Carnival UK in April 2023. The same calculation isapplied to determine the mean gender pay gap forbonuses, but for this we look at bonuses paid over a
12-month period up to April 2023.

We welcome pay gap reporting, as we’re committed to closing our gender pay gap with long-term solutions
focussed on supporting women to progress their careers with us. You can read more about how we’rechampioning diversity, equity and inclusion across our fleet on pages 4-11.

Median gap explained

Gender pay is different to equal pay. Equal pay is when there is no difference in pay between men andwomen who carry out the same or similar jobs. Our compensation is informed by an external job evaluation
methodology, salary benchmarking and associated guidelines to guide objective gender-neutral
decision-making around pay.
We recognise that the current gender pay gap legislation does not consider individuals who identify as
non-binary. However, as an inclusive employer we strive for inclusion and fairness regardless of how
individuals identify.

13.

Mean gap explained

The ‘median’ is the ‘middle point’ and best understoodby thinking in terms of a list. If we listed the salaries of
all female crew in order of highest to lowest and did
the same for all male crew, the median gender pay
gap is calculated by taking the salary that falls in the
middle of each list and comparing them. The same
calculation is also applied to determine the mediangender pay gap for bonuses paid, but for this we lookat bonuses paid over a 12-month period up to April 2023.

A summary
Key dates

Headlines for FMSI• The 2023 snapshot was taken on 5 April 2023. Therefore, April payroll data has been 		used to calculate the gender pay gap• The median pay gap has decreased from 5% to 0% and the mean pay gap has 		increased from -1.5% to 4%• Bonuses earned from 6 April 2022 – 5 April 2023 have been used to calculate thebonus gap

• The median bonus gap has decreased from 18% to 17% and the mean bonus gap has 		decreased from 16% to 9%• The data is limited to Fleet Maritime Services International (FMSI) and Fleet 		
Maritime Services Bermuda (FMSB) employed ship’s company on board Arvia, 		Britannia and Iona at the snapshot date

• The 2023 snapshot includes 3,368 relevant employees for pay (almost 1,700 more 		colleagues than the 2022 snapshot)• Unlike the 2022 snapshot, the 2023 snapshot includes employees from FMSB. This isbecause a minimum of 250 employees is needed to disclose a gender pay gap, and 		the introduction of P&O Cruises newest ship Arvia in December 2022 increased thenumber of FMSB employees on UK flagged ships to enough to disclose the gender
pay gap.

• 50% of male employees received some kind of bonus, and 53% of female employees
received some kind of bonus.

Headlines for FMSB
• The median pay gap in the 2023 snapshot is 46% and the mean pay gap is 43%• The median bonus gap is 34% and the mean bonus gap is 22%• The 2023 snapshot includes 268 relevant employees for pay• 27% of male employees received some kind of bonus, and 11% of female employees
received some kind of bonus• The large difference in headlines for FMSI and FMSB is likely due to the low 			
reportable numbers for FMSB. This means we've a limited number of colleagues 		
and roles included in this April snapshot which may not be reflective of all colleagues
working for FMSB on our UK flagged ships in 2023.

14.

Gender pay gap
Getting into the detailYear-on-year comparisons of the gender
pay gap for colleagues employed by FMSI
on Britannia – and as of the 2023 snapshot,
Arvia and Iona – don't provide us with auseful trend in data.
This is because of the variance of colleagues who makeup this group and the fluid nature with which they movearound the fleet. The colleagues on board can change
significantly each year depending on who happens to
be working on our UK registered ships in various rolesat the time of the April snapshot. We’ve also welcomed
UK flagged ships Arvia and Iona to P&O Cruises fleet
which significantly increases the number of colleagues
included in our 2023 snapshot for FMSI. As of April 2023,
this challenge when comparing year-on-year data will
also apply for FMSB.

Fleet Maritime Services International (FMSI)
Year

Number ofcolleagues includedin the snapshot

UK registered ships
included in the snapshot

MeanMedian

2023

3,368

Arvia, Britannia
and Iona

4%

0%

2022

1,671

Britannia and Iona

-1.5%

5%

2021

(of which only 22 were female)*

233

Britannia

17%

52%

2020

965

Britannia

13%

-1%

2019

Not included due
to data retention

Britannia

13%

19%

2018

Not included due
to data retention

Britannia

11%

10%

*During the pandemic, our fleet operations were paused. This meant that Britannia was in lay up during the time of the snapshot and the entirety ofthe period of the bonus year, meaning we only had essential crew members on board to look after the ship.

Fleet Maritime Services Bermuda (FMSB)

15.

Year

Number ofcolleagues includedin the snapshot

UK registered ships
included in the snapshot

MeanMedian2023

268

Arvia, Britannia
and Iona

43%

46%

Gender bonus gap
Fleet Maritime Services International (FMSI)As of the 2023 snapshot, the bonus gap for FMSI is:

MeanMedian2023• include vouchers, money or securities

917• relate to profit sharing, productivity, performance, incentive or commission• include ‘token’ amounts, e.g. long service awards• include those received between 6 April 2022 to 5 April 2023.

Fleet Maritime Services Bermuda (FMSB)As of the 2023 snapshot, the bonus gap for FMSB is:

2023
16.

When calculating the gender bonus gap, bonuses...

Mean

Median22

34

Statutory declaration andfurther information
If you would like to know more about the gender pay gap reporting
regulations, further details can be found here.

I confirm the information inthis statement as required by
the Gender Pay Gap Reporting
Regulations is accurate.

ACAS has also provided a full description of the reporting requirements
and the distinction between gender pay reporting and equal pay here.
As outlined on page 13, this report provides details of the gender pay
gap for a snapshot of crew as of April 2023. The crew included in thissnapshot are employed by Fleet Maritime Services International(FMSI) and Fleet Maritime Services Bermuda (FMSB) for United
Kingdom flagged ships Arvia, Britannia and Iona.

17.

Paul Ludlow
President, Carnival UK

Want to find out more?
Head to the diversity and inclusion pages on our websites where you can also discover
more about our DEI activity shoreside:

DEI0015 FLEET 03-24

Company registered number: 04039524